Stop waiting, start scaling: A leader’s guide to global hiring from 30 years in action.

In recent times, while navigating through different companies, one thing that’s stuck with us is how companies hesitate when it comes to building teams beyond their own borders. Yes, they want to grow faster, cut costs, and pull ahead of the competition, yet the thought of hiring someone beyond their home country makes them uneasy.

That’s what made talking to Murali Balasubramanyam so refreshing. When we asked why leaders today are still hesitant, he just laughed. “Really? I thought we were past that ages ago.”

And you can see why he’d think that. Murali’s spent over 30 years helping companies build recruiting teams across India, Ghana, Costa Rica, the Philippines, Bulgaria, and Eastern Canada. He’s watched them grow four times over and double revenues, all because they decided to look beyond their own backyard.

Meanwhile, the rest of the world is clearly leaning that way. According to Robert Half, fully remote jobs have increased from 10% in Q1 2023 to 13% in Q1 2025. Now, more companies than ever want the flexibility and the shot at hiring the best person, wherever they live.

So, why are so many leaders still holding back? We sat down with him to unpack why he’s so sure, and why betting on global teams might be the smartest move a leader makes next.

So, what’s really stopping them?

Turns out, all this hesitation actually makes sense. Leading a company is hard enough without wondering if a team halfway across the world will match your pace or fit your culture.

When we brought this up, Murali just smiled. “The internet can be a fountainhead of information,” he said, “but it can also be a fountainhead of misinformation. If your education is from WhatsApp University, you’re in trouble.”‍

From where he sits, most of what companies worry about isn’t really cultural, it’s more about what daily life looks like in different places. “Sure, there are little nuances,” he said. “But major differences? No, people are the same. What changes is what’s normal to have or expect, that’s just how life runs in different parts of the world.”

And Murali would know. He grew up in what he still jokingly calls the “third world,” then spent decades helping companies build teams across continents. Time and again, he’s watched what happens when leaders decide to look beyond their own borders: they end up with bigger, stronger teams, and a lot fewer sleepless nights worrying about the next local hire.

Which brings us to the real question: if global teams work so well, how should leaders actually start?

If you’re still on the fence, start here…

Still feeling hesitant? Murali gets it… but he’s also quick to turn the question back on you. “Challenge them,” he said. “Tell me why you’re hesitant to recruit globally. What exactly is the problem? Give me an example.”‍

A lot of the time, he’s found leaders are worried about clashes that mostly exist in theory. Sure, day-to-day life looks different from place to place, but people are people everywhere, and teams figure it out faster than you might think.

After watching companies try this for 30 years, he’s got three simple things every leader should keep in mind:

1. Get clear on what’s really bothering you.
   Is it an actual risk, or just a story that’s been passed around so long it sounds true? Murali’s met plenty of leaders who’ve heard more rumors than real facts when it comes to global teams.
2. Start smaller than you think.
   “You don’t have to hire 100 people,” he said. “Just hire half a dozen. Try before you buy.” Like any smart move, test it first, learn what works, then scale up.
3. Look at who’s already done it.
   “There are lots of John Smiths who’ve built global teams and seen how well it works,” Murali told us. This isn’t uncharted territory; plenty of companies have figured it out, and so can you.

This is where the real upside kicks in…

What Murali’s seen over and over is that building global teams isn’t some big gamble, it’s just smart leadership. The companies that stop worrying so much about what could go wrong, and start thinking about all that could go right, are usually the ones that grow faster and build stronger teams.

But even the best leaders can’t do it all alone. Behind every high-performing remote team is a whole layer of work most companies aren’t set up to handle, like figuring out hiring laws in five countries, or running payroll across three continents.

That’s where we come in. At Out of Office by CXC, we make it easy for companies to hire, pay, and manage people anywhere, without getting buried in paperwork or compliance headaches. So, leaders can keep their heads where they belong: growing the business, developing people, and staying out ahead.

Because your strongest hires might be half a world away. Getting comfortable with that? That’s what sets the best teams apart.

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